{"id":5925,"date":"2020-12-03T06:48:14","date_gmt":"2020-12-03T06:48:14","guid":{"rendered":"https:\/\/dev.wissenschaftliche-integritaet.de\/kommentare\/implicit-bias-beurteilungsprozesse-entscheidungsprozesse\/"},"modified":"2021-08-11T11:07:14","modified_gmt":"2021-08-11T11:07:14","slug":"implicit-bias-in-assessment-and-decision-making-processes","status":"publish","type":"kommentare","link":"https:\/\/dev.wissenschaftliche-integritaet.de\/en\/comments\/implicit-bias-in-assessment-and-decision-making-processes\/","title":{"rendered":"Implicit bias in assessment and decision-making processes"},"content":{"rendered":"\n

As a matter of principle, it is important to recognise and avoid implicit<\/em> or unconscious bias<\/em> in decision-making processes. Such stereotyping and bias effects are mostly automatic or unconscious and can relate to various dimensions such as gender, ethnicity or religion. Since no one is free of implicit bias<\/em>, it is vital to be aware of such processes. This is particularly relevant in science, which is per se driven solely by factual evidence.<\/p>\n\n\n\n

The well-known example of the \u201cJohn\u201d and \u201cJennifer\u201d application illustrates this gender bias<\/em>: a study<\/a>* analysed identical applications differing only in name and gender. \u201cJohn\u201d was considered more competent and received more job offers than his competitor. This indicates that women are often seen as less capable of pursuing an academic career, frequently giving rise to further stereotypical characteristics that are linked to success.<\/p>\n\n\n\n

Areas in academia that are particularly relevant in this context include selection processes for personnel (staffing and appointment procedures) and performance evaluations (including review processes).<\/p>\n\n\n\n

As a countermeasure, it is vital to be aware of these phenomena and thought processes at the strategic level as well: this involves critically examining one\u2019s own actions, taking the appropriate amount of time for selection and decision-making processes, and reducing\u00a0implicit bias<\/em>\u00a0at various levels. One way to review your own implicit bias is to use the Harvard University test.<\/p>\n\n\n

___<\/h3>
* Study: <\/div>
Eagly & Mladinic (1994): Are People Prejudiced Against Women? Some Answers from Research on Attitudes, Gender Stereotypes, and Judgments of Competence, in: European Review of Social Psychology, 5 (1). DOI:<\/div>http:\/\/dx.doi.org\/10.1080\/14792779543000002<\/span><\/a>
Recommendations for supporting researchers in early career phases<\/div>
Creating better framework conditions for attractive research careers<\/div>Principles of Effective Career Support in Academia<\/span><\/a><\/div>\n\n
3-minute film by the Royal Society on \u201eUnderstanding unconscious bias\u201c<\/span><\/a>Canada Research Chairs “Equity, Diversity and Inclusion Requirements and Practices”<\/span><\/a>Harvard University – implicit bias test<\/span><\/a><\/div>\n\n\n
\n